Gimme five

1. Professional image and competence

An aspirational sector image

SummitSkills intends to improve careers guidance and marketing, especially among under-represented groups, promoting work in the sector as a career choice for high achievers.

A programme is being developed that encourages employers to act as ambassadors and role-models for the sector within schools.

Ensuring competence for all

There are many in the sector who have a range of experience but who are part-qualified, so the SSA includes a provision for the development of flexible upskilling programmes.

There are also plans to develop a competence assurance framework, against which people can be assessed and registered.

One strategy is to benchmark existing skill card schemes and release a new, well-publicised skill card within the next three years.

2. Communication and information

Apprentice cost-benefit analysis

Employers make a significant contribution to apprentice training, which is not recognised by the government. Summitskills intends to develop a model that assesses the cost and helps achieve a fair balance between employer and government contributions.

SummitSkills knowledge centre

Skills information that is scattered among a variety of sources will be brought together within a one-stop knowledge centre. Summitskills is also taking steps to make labour market information more readily available through annual surveys.

3. Training provision

Relevant training reflecting National Occupational Standards

Qualifications will be regularly maintained and updated so that they reflect the real world requirements of employers.

Sustainable entry routes

Authorised entry and progression routes are to be defined for a specific number of people and directly linked to the skill needs of the sector.

Wider and sustainable Higher Education provision

The SSA will introduce a UK-wide sustainable network of higher education provision, including foundation degrees, to help bridge the gap between sector operatives and professionals.

Quality-assured training provision

SummitSkills is considering the development of its own quality mark scheme.

Renewables and environmental technologies

Ensuring that environmental technologies are fully integrated with the careers strategy and training frameworks and developing national occupational standards for renewables is another key area.

4. Funding

Influencing flexibility of funding

It is difficult for public funders of training to ensure it is aligned to employer needs. For example, there are special requirements across the sector for funding to support specialist areas, such as mature adults. SummitSkills intends to develop a more employer-centred approach, supported by flexible, demand-led funding.

Redeployment of funding

Working with regional and national partners to seek a more effective use of public skills funding to meet the changing needs of the sector is crucial.

5. Management and leadership

Progression of first-line and middle managers

The SSA plan is to pilot initiatives in business and management skills and encourage employer uptake.

Promoting specific enterprise skills to prepare future managers of SMEs and micros will also be a priority.

Developing skills to increase competitiveness of sector

Benchmark and strategic planning training will be introduced to help businesses realise the benefits of management and leadership training.